Views

Advisers and employers must fine-tune their health benefit strategies to address the specific requirements of the largest workforce generation.

The CVS-Aetna deal, for example, would have the potential to take over costly, and previously difficult-to-control, primary care costs.

Put together a multidimensional strategy, including the financial resources and human capital that will be required to achieve personal and company objectives.

Perceived benefits of CVS/Aetna deal are likely to encourage organizations to consider consolidating as well — could Walmart and Humana be next?

Engaged savers, specifically those who are near the end of work, deserve an appropriate spectrum of risk options.

As group purchasing coalitions become more popular, they are increasingly susceptive to mismanagement due to low volume, lack of risk control and poor adviser experience.

The DOL rule to allow employers to band together to create an association health plan has hidden obligations for employers.

Long used by larger companies, advisers should be knowledgeable about how these medical stop-loss systems are now benefitting a wide range of businesses.

Employers should develop the equivalent of an independent or objective credit score for plans that serve as a tool for gauging the value of each fund.

A recent Sixth Circuit court case shows that even when workers appear to meet the standard for exemption, a closer reading of FLSA rules might be necessary.